San Francisco Enacts So-Called “Retail Workers’ Bill of Rights”

San Francisco has enacted an ordinance designed to require large retail chains to provide more predictability to their workers.  The ordinance, entitled the “Predictable Scheduling and Fair Treatment for Formula Retail Employees Ordinance,” will become operative on July 5, 2015.  You can access a copy of the ordinance here: San Francisco Ordinance-Amended-111814.

The ordinance will apply to retail sales establishments that have 20 or more employees in San Francisco, have 20 or more establishments worldwide, and maintain two or more of the following features: a standardized array of merchandise, a standardized façade, a standardized décor and color scheme, uniform apparel, standardized signage, or a trademark or servicemark.

The ordinance will require covered employers to provide their employees with biweekly schedules at least 14 days in advance.  Furthermore, employers will be required to provide advance notice of certain scheduling changes on the pain of providing the employees pay, including the following:

  • One hour of pay if the employer fails to give at least seven days’ notice of a schedule change but at least 24 hours’ notice;
  • Two hours of pay for less than 24 hours’ notification of a change of each shift of four hours or less; and
  • Four hours of pay for less than 24 hours’ notification of a change of each shift of more than four hours.

The ordinance also requires employers to pay employees for time spent on-call, including two hours of pay for each on-call shift of four hours or less and four hours of pay for each on-call shift of more than four hours.  Certain exceptions apply to these requirements, such as schedule changes caused by emergencies or employees who cannot work because of illness.

Significantly, although an earlier draft authorized aggrieved employees to sue in court, the ordinance provides solely for administrative and civil enforcement by the San Francisco Office of Labor Standards Enforcement.  Remedies include injunctive relief, payments of back wages, penalties, and fees and costs.

Business groups have indicated an intent to seek modifications to the ordinance before its operative date, including provisions allowing employers more flexibility in staffing and less onerous compensation provisions.

Source: Jackson | Lewis  California Workplace Law Blog

2015 © Copyright Payroll Masters

This document has been provided for informational purposes only and is not intended and should not be construed to constitute legal advice. Please contact your employment attorney in connection with any fact-specific situation in which you intend to take significant employment action. Readers agree that they will not hold Payroll Masters in indemnity and Payroll Masters assumes no liability. Payroll Masters is not engaged in rendering legal or accounting services. Therefore, Payroll Masters assumes no responsibility for claims arising from the use or implementation of the above information. 

About Payroll Masters

Payroll Masters provides comprehensive online payroll, time and attendance solutions, customized reports, pay-as-you-go workers' comp, HR support, 401(k) retirement plans and background checks. Certified Green Business, powered by solar energy. Our FREE no obligation consultation helps you define your payroll processing needs and highlights areas where we will add additional value. Call us today to schedule your complimentary payroll operations review 800-963-1428.
This entry was posted in Employment Law Updates and tagged , , , , . Bookmark the permalink.

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s